Yasu 2 Based On My Test Results I Am An Authoritarian Based

Yasu 2based On My Test Results I Am An Authoritarian Based On This A

Based on my test results, I am an authoritarian. To address the issues identified, I would initiate a group meeting with my employees to discuss the importance of attention to detail in report logs, as there is a trend of serious errors that could lead to losing customers. Addressing the problem collectively aims to raise awareness and focus among all team members. Following this, I would conduct individual conversations with each employee to ensure effective and transparent communication, understanding their perspectives and providing targeted feedback.

For the single mother employee, I would inquire if shifting her hours earlier could help her manage dropping off her children and arriving at work on time. Recognizing the challenges single parents face, I would aim to find a flexible solution, such as adjusting her schedule or assisting with drop-off arrangements, to improve her productivity and accuracy. Addressing her needs demonstrates empathy and can result in better performance. Additionally, the employee responsible for a significant portion of report errors—about 30%—would receive additional training to minimize errors further. Training sessions would also be provided to the rest of the team to improve understanding of report procedures and the importance of accurate documentation.

If improvements are not observed after targeted training, specifically if error rates do not decrease to below 10-15%, I would consider terminating employment for those employees not meeting standards. Maintaining a fair and productive team necessitates addressing persistent performance issues, as continued underperformance could breed resentment among other employees and drain organizational resources. While training can be helpful, ongoing poor performance indicates a mismatch of skills or motivation, making termination a necessary step to preserve overall team effectiveness.

I believe that an authoritarian leadership style is not ideal for this situation unless in emergencies where quick decision-making is required without discussion. Overuse of authoritarian style can restrict employee creativity and hinder problem-solving. Instead, a combination of leadership styles—particularly transformational leadership—would be more effective. Transformational leadership involves setting clear goals, motivating team members, providing support, recognizing achievements, and inspiring employees to perform at their best (Transformational Leadership, n.d.). This approach fosters engagement, high productivity, and a sense of shared purpose within the team, leading to sustained performance improvements (Blanken, n.d.).

In contrast, I favor a coaching leadership style, which emphasizes one-on-one development and performance improvement (Harper Business, n.d.). As a manager, I would conduct private meetings to review errors in report logs, emphasizing their importance to the company's relationships with clients and partners. I would acknowledge employees' strengths and efforts, fostering a positive atmosphere while addressing areas needing improvement. Regular team meetings would be held to discuss ongoing issues and promote collective efforts without singling out individuals prematurely. If post-training improvements are seen in about 60% of employees but not enough to reach the desired 85-90%, I would organize focused training sessions during staff meetings, ensuring everyone receives consistent guidance.

My leadership approach aligns with coaching because it allows me to connect with team members personally and support their development effectively. This style fosters trust and respect, essential for achieving organizational goals. Authenticity in leadership is crucial—when leaders are true to themselves, employees are more likely to respect and follow them, resulting in a healthier work environment. Authentic leadership builds credibility, encourages open communication, and enhances team cohesion, especially when managing performance issues (Avolio & Gardner, 2005).

Conclusion

Addressing performance issues within a team requires a nuanced approach that combines clear communication, empathy, targeted training, and appropriate leadership styles. While an authoritarian approach can be effective in specific contexts, a blend of transformational and coaching leadership fosters motivation, trust, and sustained improvement. Understanding individual needs and promoting a supportive environment are key to balancing organizational goals with employee development, ultimately leading to enhanced productivity and workplace satisfaction.

References

• Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The leadership Quarterly, 16(3), 315-338.
• Blanken, A. (n.d.). Transformational leadership theory: Definition, principles & examples. https://study.com/academy/lesson/transformational-leadership-theory-definition-principles-examples.html
• Harper Business. (n.d.). Coaching leadership. Retrieved from https://www.harpercollins.com
• Transformational Leadership. (n.d.). The essence of transformational leadership. Leadership and Organizational Development Journal.
• Northouse, P. G. (2018). Leadership: Theory and practice. Sage publications.
• Bass, B. M., & Riggio, R. E. (2006). Transformational leadership. Psychology Press.
• Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.
• Yukl, G. (2012). Leadership in organizations. Pearson.
• Schriesheim, C. A., & Kerr, S. P. (1974). The leadership style of supervisors: An examination of authoritarianism, task orientation, and subordinate performance. Journal of Applied Psychology, 59(3), 380-385.
• Antonakis, J., & House, R. J. (2014). Instrumental leadership: Measurement and extension of transformational–transactional leadership theory. Leadership Quarterly, 25(4), 543-561.